When I was
at the golf range golf driving range my coach observed me, told me to move my
foot about three inches to the left, and then I instantly hit the ball a lot
straighter. What had just happen? I asked myself this question as I was
watching my ball sail to the exact location I wanted it to. I then proceeded to
take my next swing and had the exact same result; then it hit me, I had just
realized the effects of having a great coach by my side. This coach did not
break me down and completely change my swing, he simply told me I am doing
fine; I just needed one or two adjustments. I had finally seen the importance
of having a coach first hand, but maybe I should have realized this sooner since
many people have been doing this for me all my life.
Rather it be
playing baseball at the park with my dad, or learning to lead a whole division
of sailor’s in the middle of the sea; people have been coaching me all my life.
Many times having a coach was someone that I could bounce ideas off of, it has
been said that “an important role for a coach to play might just be an open
ear, or a shoulder to lean on” (Stewart, 2008). The reason for this is that a
coach is meant to be there for someone who is already skilled, and has a good
idea of what they are doing. A coach is there to enhance your skills, they need
to be able to spot your flaws, and find a way to improve your skill set.
The
relationship between an individual and their coach needs to be a strong one,
you need to be able to take criticism from your coach, if it is to be a
successful pairing. Many organizations have implemented the need for coaching
and mentoring programs which specialize in giving constructive criticism to an
individual. Some organizations have even adopted a program where it is
mandatory to give criticism, so that an individual can learn from their mistakes
(Shannon, 2008). Organizations like these feel that American’s are not good not
good at giving criticism due to our culture, this is why they say that they
have learned to not fear feedback, and instead embrace the feedback.
Enough cannot
be said about the importance of having a coach, but we also need to talk about
the importance of having a mentor. A mentor is different from having a coach
because a mentor is someone who will teach you and share their lessons with
you. “A mentor can also help with more traditional support, such as educational
benefits which might be provided through work” (Labbad, 2013). A mentor is also
someone who might take you under their wing and help you rise in an
organization. Recently it has been known at my organization that I will be
completing my MSLD, since this information is now known, I have had several
offers from individuals who wish to take me under their wing and help me reach
my potential. Many people in upper management want to find talent which they
can mentor, “this helps both individuals rise and establish power and loyalty
where they did not have it before” (Azerello, 2013).
Coaching and
mentoring are both essential to an organization, finding the importance in
creating and molding new talent is a popular practice among many organizations.
There are many executives which find this practice fun and very productive,
some executives would even say that “it keeps them energized, and they learn
from the experience” (Stewart, 2008). It is evident that programs that contain
mentoring and coaching end up helping everyone; the individual, executives, and
the organization all benefit from these activities. This is a great way of
doing business, investing time and energy in employees will pay off in the long
run. Companies with mentorship programs are breeding their future leaders, and
molding them to fit the personality of the organization; only great things can
come from this type work in the office.
References:
Stewart, s. (2008). Importance of Coaching and Mentoring,
retrieved from:
Labbad, D. (2013). Coaching and Mentoring Are the Key to
Leadership Development, retrieved from: http://library.books24x7.com.ezproxy.libproxy.db.erau.edu/searchresults.aspx
Shannon, P. B. (2008). Learn Not to Fear Feedback, retrieved
from:
Azzerello, P. (2013). The Cheapest and Most Effective Way to Develop
Your Workforce, retrieved from:
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